Training management system

Chapter I General Provisions

In order to establish and improve the company's human resources development and training management system, organize enterprise management, management and employees to participate in training in a planned way, continuously improve the professional quality and job skills of management and employees, realize the goals of personalized service, professional talents, professional life, learning organization and smart enterprise, and meet the needs of the company's sustainable development, this management system is specially formulated.

Second, concept learning is the only way for employees to have the ability to create sustainable value. The development and training of human resources should create learning environment and opportunities for employees and establish learning organizations.

Article 3 The general manager's office is responsible for the organization of company training and the establishment of training files.

Chapter II Training Contents

Article 4 The training content is divided into skill upgrading and basic knowledge training, and the training is conducted according to the organizational level.

1, the main content of skills upgrading training

1) Management technical training: job skill requirements, departmental workflow, job responsibilities, company notices, documents, etc.

2) Management training: management theory knowledge and case analysis.

3) Management concept training: corporate culture, management theory and practice discussion, etc.

4) Management belief training: famous sayings and sentences, etc.

5) Management art training: case analysis, management practice, communication skills, etc.

6) Training non-governmental organizations: reading salons, seminars, etc.

2. The main content of post basic training

1) new employees: understand the development history and corporate culture of the company; Understand the organizational structure of the company and the functional decomposition of each department; Understand the company's rules and regulations; Understand the work scope of this department and the work flow of this position; The development prospect, market, product knowledge and technology of the company's main projects.

2) The main contents of on-the-job training:

serial number

Main contents of training

Responsible department

1

Corporate culture, values and other training

The general manager's office is dominant.

2

Employee manuals, rules and regulations and other training.

The general manager's office is dominant.

three

Management skill knowledge training

The general manager's office is dominant.

four

Special post professional knowledge training

Head of General Manager's Office (foreign training)

five

Knowledge of new technologies, processes, industry surveys, etc.

Led by the technical department and assisted by the general manager's office.

six

Understand product quality requirements, standards and ISO system.

Led by the quality department and assisted by the general manager's office.

seven

Business knowledge, professional skills and other training

Led by relevant departments, assisted by the general manager's office.

3, the new employee training process

flow chart

explain

Responsible department

After the employees are employed, the general manager's office is responsible for reporting the salary, notifying the employees to report for duty and handling the employment procedures.

General Manager's Office

1. After all new employees have gone through the induction procedures, they will be handed over to the training specialist for the training of "Guidance Notes for New Employees".

2. After the training, the training specialist will bring the Notice of Registration of New Employees to the employing department, which will sign it for confirmation.

3. On 22nd of each month 18: 00, all new employees must attend the new employee training organized by the general manager's office in the previous month 1 month.

General Manager's Office

1. After the newcomers report for duty, the department heads should train their department structure, personnel, system and work skills, and make training and assessment records.

2, the training specialist to track the probation period, and help and supervise the implementation of departmental job training.

Employing department

The performance during the probation period will be assessed by the employing department. Those who pass the examination will be hired in full, and those who fail will be dismissed.

Employing department

General Manager's Office

Employees must go to the general manager's office within one week after the expiration of the probation period to receive the Employee Probation Examination Form, fill it out according to the form and report it to the relevant leaders for approval.

Chapter III Training Responsibilities

Article 5 Division of responsibilities:

1. The general manager's office is the company's overall training management department, responsible for planning and building the company's overall training platform and integrating internal and external training resources at all levels, including:

1) Formulate and organize the implementation of annual and monthly training courses for the whole company;

2) Formulation and modification of training system;

3) The compilation and revision of the same-sex training courses in the whole company;

4) Review of departmental training plans;

5) Supervision, tracking and evaluation of training implementation;

6) Selection and management of internal teachers, collection, contact and management of external training resources;

7) Audit and handling of trainers sent by the company;

8) Formulation and signing of training agreement;

9) Budgets and applications for various training plans.

2, various departments (units):

1) Summary and submission of training plan;

2) Formulate and revise professional training standards and recommend lecturers;

3) Organize the implementation of internal professional training courses and report the results;

4) Compilation and revision of professional training materials;

5) Assist the general manager's office in tracking and evaluating the trainees in this department.

Chapter IV Human Resource Development and Training System

Article 6 The fundamental purpose of the human resources development and training system is to provide talent guarantee for the sustainable development of enterprises. The company's training system is divided into the following three parts:

1, orientation training and development plan for new employees;

2, employee professional ability development plan;

3, talent echelon construction and reserve talent development planning;

Chapter V Training Plan

Article 7 Annual Training Plan

The general manager's office will distribute the annual training plan to all departments for training demand investigation and summary before June 65438+February 00 every year, and formulate and report the annual training plan according to the needs of the company and all departments before February 25, 65438.

Article 8 Monthly training plan

Before 25th of each month, each department will submit the training demand form for next month to the general manager's office for summary, and after approval, make a monthly training plan announcement and implement it.

Note: In March, April and May, the focus is on quality-related knowledge training, and in June, July and August, the focus is on technology-related knowledge training.

Chapter VI Implementation of Training Projects

Article 9 The general manager's office shall organize the implementation according to the contents of the annual training plan and the monthly training plan.

Tenth before the implementation of the training program, it should be distributed to the participants in the form of notice.

Eleventh specific training projects include classroom teaching, on-site guidance, discussion and other forms.

Chapter VI Evaluation of Training Effect

Article 12 The methods of training effect evaluation vary from training project to training project, and the training organization department should evaluate and track the effect of each training accordingly, and adopt the following four-level evaluation methods according to the characteristics of training projects:

1, response evaluation: measure students' satisfaction with specific training courses, lecturers and training institutions. During the course, the person in charge of training conducted a questionnaire survey on the training effect feedback form, and formed a training summary form, which was reported to the leaders in charge.

2. Learning evaluation: to evaluate students' learning attitude and learning effect, and to measure students' absorption and mastery of training contents, skills and concepts. After the course is over, it will be conducted through exams and other forms.

3. Behavior evaluation: Evaluate whether the trainees' behavior or work performance has changed as expected due to training after returning to work. /kloc-After 0/month or 3 months, the employee's immediate supervisor is responsible for making relevant performance evaluation and guidance.

4. Result evaluation: measure the impact of training on the company's performance, and evaluate the company's performance after 3 months or half a year. The person in charge of the unit evaluates the training transformation effect.

Chapter VII Training Expenses

Article 13 The annual training expense budget of the company shall be the responsibility of the person in charge of human resources training, reviewed by the general manager's office, approved by the board of directors, and filed by the general manager's office.

Fourteenth employees must fill out the "Application Form for Outgoing Training" and implement it after approval.

Chapter VIII Training Lecturer Management

Article 15 Training lecturers are divided into internal lecturers and external lecturers, and the general manager's office of the company will set up internal training lecturer files centrally.

Article 16 Internal lecturers are composed of managers at all levels and excellent employees. Managers at all levels have the obligation and responsibility to train employees, and managers at all levels must cooperate with the training organization department under the condition that their work does not conflict with teaching. The investigation of teaching hours and training effect will become an important part of training assessment and performance assessment for managers and employees. The course fee for internal lecturers is 20 yuan per hour. Excellent internal trainers will send lecturers skills training once every 1 year, and issue excellent certificates at the annual training summary meeting.

Article 17 External lecturers are lecturers hired by training consulting companies. The course salary of external trainers is determined according to the actual situation and training budget, and whether to continue to hire lecturers is decided through training effect evaluation.

Chapter IX Training Summary

Article 18 After returning, the trainees who have gone out for training must sort out the knowledge they have learned into complete study materials, and send them to the person in charge of human resources training in their own departments for filing together with the examination results, copies of graduation certificates and other relevant materials.

Article 19. Outgoing trainers have the obligation to write what they have learned in the training, which will be used as lecture materials under the arrangement of the general manager's office of the company, so as to effectively use the results of out-going training.

Chapter X Training Discipline

Twentieth participants should attend the training on time, and those who cannot attend the training for some reason must go through the formalities of asking for leave one day in advance, and the leave form must be signed by the department head. 5 yuan was punished for being late and leaving early without reason; Truancy will be punished by 20 yuan and informed criticism. If a department is absent from work for more than 3 times, the first person in charge of the department will be fined 20 yuan.

Article 21 If the responsible department fails to appoint a lecturer to complete the teaching task as required, the first person in charge of the department will be fined 100 yuan.

Chapter II XI Supplementary Provisions

Article 22 If the relevant system previously promulgated by the Company conflicts with this system, this system shall prevail.

Article 23 The right to modify and interpret this system belongs to the general manager's office company, and this system shall be implemented as of the date of promulgation.